FOREWORD - Wentworth Institute of Technology

WIT Employee HandbookAppendix AStep 2:An individual who believes he/she has been sexually harassed should contact theVice President of Human Resources/Affirmative Action Officer, as soon as possible.The individual may also contact his/her supervisor or Department Head who mustinform Human Resources.The individual will then have a meeting with the Vice President of HumanResources/Affirmative Action Officer or another investigator appointed by HumanResources to discuss the conduct and events the individual feels are sexualharassment, and to answer any questions the individual may have regarding thecomplaint procedure.Step 3:In instances where an informal resolution is appropriate, the Vice President ofHuman Resources/Affirmative Action Officer, or another investigator, will advise andassist the individual in resolving the matter in that fashion.2) Formal ProcessStep 4:In instances where an informal resolution is not reached and a formal writtencomplaint is made with Human Resources, the investigator will record theindividual’s statement of events. Specifically, the investigator will request thefollowing information: a description of the incident(s), the name of the allegedharasser, times, locations, specific words/actions, and the name of any witnesses tothe incident(s). The investigator’s notes will be for the investigator’s own use duringthe investigation and are not given to the person making the complaint or to theperson alleged to have violated this policy. Individuals may make their own writtennotes when they speak to the investigator.Step 5:The investigator will meet with the alleged harasser. The alleged harasser shouldrespond to the allegations and may submit a written statement.Step 6:The investigator will interview any witnesses outside the presence of the individualmaking the complaint and the alleged harasser.March 200988